Every employee’s employment life cycle ends eventually, whether due to resignation, retirement, termination or other reason. In the dental office, any employee who separates should do so in a structured and professional manner with minimum disruption to the patients, staff and practice. Still, depending on what triggers an employee’s departure, separation can be an awkward situation for employers to navigate. Such discomfort can be lessened if clear policies and practices are in place.

When practice owners develop their employee manuals, they should take care when establishing an introductory or probationary period policy. These policies can create misunderstandings for employees if the employer does not clearly communicate the purpose of the policy to the new employee, whether it is for performance evaluation or benefits eligibility.

A strong relationship between the front and back office is a great value to every practice, yet it is often difficult to cultivate. How staff interacts with the patients is just as important as how staff interacts with each other. Learn how to bridge the gap between the front and back office at CDA Presents The Art and Science of Dentistry in Anaheim. “The Winning Team — Front and Back Office” takes place Saturday, May 6, at The Spot on the exhibit hall floor.

Having a current employee manual should be a top priority for employers. It establishes the foundation for a successful employment relationship by defining practice values, behavioral expectations and workplace standards. An up-to-date “Sample Employee Manual” and “Practice Policy Revision Employee Acknowledgment Template” are available for CDA members.

Skilled employees lead to improved efficiency, which in turn results in more productive workdays for everyone — and better outcomes for patients. Still, most practice owners probably understand that success depends on more than the skills and abilities employees bring with them. Setting staff up for success requires effective hiring and onboarding; proper training and resources; and ongoing, open communication.

When it comes to missed opportunities in small businesses, one cannot blame small business owners if, as the saying goes, “they don’t know what they don’t know.” When the small business owner is a dentist, a couple of common areas of missed opportunity include new patient experience and retention of active patients.

Setting expectations for employees at any business is important for overall operations. The same applies to a dental practice. Confusion and frustration can arise when dentists don’t provide an updated employee manual and proper job descriptions and establish a system for accountability.

Drama in the workplace creates an energy-draining work environment that no one enjoys. In the dental office, gossip can run at high levels if the owner dentist has not set standards and policies that prohibit this type of behavior.